6 Exceedingly Effective Healthcare Staffing Strategies

Acquiring and Developing Talent: 6 Exceedingly Effective Healthcare Staffing Strategies

Attracting and keeping talent may be the most difficult and expensive challenge for healthcare organizations.

Delivering quality care, complying with regulations and preserving revenue integrity all depend upon your ability to acquire and develop top talent for clinical and non-clinical positions.

Finding qualified talent is in fact the biggest healthcare staffing challenge, according to 43 percent of the 565 healthcare executives and hiring managers who participated in Health eCareers’ 2015 Healthcare Recruiting Trends Survey. One-third of the respondents stated that turnover was their top concern.

Replacing non-nurse and non-physician healthcare employees can cost as much as 20 percent of annual pay, according to the Robert Wood Johnson Foundation. Hospitals that perform poorly with nurse retention spend $3.6 million more a year, according to a PricewaterhouseCoopers Health Research Institute study. Each additional point in turnover rate costs $300,000 annually, researchers found.

Staffing shortages will exacerbate the situation. The nation will lack 45,000 primary care physicians by 2020, according to the Association of American Medical Colleges’ Center for Workforce Studies. There will be 1.05 million job openings for registered nurses by 2022, according to projections from the Bureau of Labor Statistics.

Almost 70 percent of more than 500 healthcare HR professionals surveyed in mid-2014 planned to implement employee retention initiatives to reduce costs, according to the 2014 Healthcare HR Initiatives Survey by HealthcareSource and the American Society for Healthcare Human Resources Administration (ASHHRA).

“When talent management teams succeed in recruiting and retaining the right employees, healthcare organizations are in stronger position to deliver high quality care—translating into high levels of patient safety, satisfaction and overall organizational excellence,” researchers wrote.

Here are six talent acquisition and development strategies your healthcare HR organization can use to increase employee satisfaction, reduce costs and improve patient care.

 1. Set a strategic direction

Healthcare employees value purpose. Strategic direction aligns the focus of everyone in your organization, concentrating their energy and efforts on attaining your organizational vision.

Create a strategic plan to achieve goals powered by your vision. Then instill strategic intent across all levels of your organization, focusing your leaders on the short-term actions needed to achieve your long-term goals.

Build and sustain strategic momentum that keeps your  team of empowered strategic thinkers moving your organization forward together, driven by emotion and the desire to achieve a greater good.

2. Hire the best fit

Hiring the right candidate the first time will reduce turnover, and knowing a potential employee’s values and motivators is invaluable in determining whether they would be an asset to your team. Put the right people in the right spots to succeed by including science-based behavioral assessments in the hiring process.

Assess a candidate’s results relative to those of employees who have fared best in the position to determine if they would multiply your organization’s strengthens or expose your weaknesses. A candidate who is inclined to take shortcuts could compromise care rather than improve patient satisfaction.

3. Balance emotion and knowledge

Insightful leaders who create connection, communication and inclusion cultivate loyalty and commitment among their team members, which is particularly crucial among employees who are in demand. Develop leaders who empower employees, purposefully and intently guiding them toward your organization’s goals.

Teach leaders to clarify the “why we do” instead of “how we do” or “what to do” by expounding upon benefits such as improving the wellness of your community. Demonstrate intellectually and emotionally how an employee’s contributions are critical to the success of the entire organization.

4. Personalize coaching

Leaders often blame their employees for not meeting their expectations instead of communicating the results they desire more clearly and managing their emotions more effectively.

Customize coaching for employees and solicit their concerns as a way to address yours. Clear, consistent communication will help your leaders clarify their expectations and enable your employees to pursue them more confidently.

5. Support physician leaders

Physician positions are the most difficult to fill, according to Health eCareers’ 2015 Healthcare Recruiting Trends Survey. The projected physician shortage is also the second biggest concern for healthcare recruiters, according to the survey, just behind turnover.

Help physicians who are in leadership positions build solid engagement, connection and inclusion. These leadership skills raise morale and productivity while also lowering turnover and absenteeism.

6. Apply “The Daily Six”

Implementing a positive organizational development plan based on “The Daily Six” can improve communication, connection and inclusion in the workplace by focusing on how your team members act towards one another.

Create permanent and positive change that improves employee recruitment and retention by establishing a culture of success based on the following principles.

  • Willingness
  • Intention
  • Perspective
  • Engagement & Empathy
  • Appreciation
  • Action

Studies consistently show that organizations that focus on employees’ development and well-being consistently outperform their competitors. Given that the success of a healthcare organization in particular ultimately emanates from its ability to create a service-oriented culture of caring, focus on engaging employees emotionally so that they are self-motivated to develop the skills they require and build the knowledge they need to provide better care.

Assessing compatibility as well as capability, engaging employees emotionally and personalizing coaching and training will help you attract and retain the healthcare talent that your organization needs to succeed.

About the Author

John Chappelear is an organizational consultant, author, trainer and speaker with more than 25 years experience as a CEO and entrepreneur. John‘s book The Daily Six, which helps both individuals and organizations become healthier and more productive, won the “Best Book Award” from USA Book News.

John‘s unique perspective comes from a hard earned sense of gratitude for all life‘s gifts, even the “Gifts of Devastation”. His credentials include an extensive under and post-graduate education, a U.S. Presidential Letter of Commendation and an award as an Outstanding Young Man in America.

John has served on the boards of more than 50 local and national organizations and is a member of Leadership Greater Washington and the Society for Emotional Intelligence.

About Changing the Focus

Changing the Focus delivers the changes you want, with the positive morale and culture you need. With healthcare clients across the world, our training promotes a positive, productive and engaged workforce by helping your team members experience the ways to use their new skills. We teach to better and more effectively implement current or future expectations.

Changing the Focus can help you acquire and develop the right healthcare talent by utilizing science-based behavioral assessments and personalizing your coaching and training based on individual and organizational needs. Call us at 904.373.8515 (International calls add 00+1 to the number) or Contact Us through our website for booking or information. Or learn more here: http://changingthefocus.com/workshops.html.

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Check out my quick video on Success vs Significance and this video on 5 Steps To Create Positive Results In Your Life.

John Chappelear
Changing the Focus, LLC
904-414-6000

http://www.changingthefocus.com
http://johnchappelear.com

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